Wage and Hour Lawyers

A Complaint on behalf of a Warehouse Supervisor was filed against Mitchell Beverage (aka Chesapeake Beverage), seeking overtime pay under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges individual causes of action. Specifically, the employee alleged that Mitchell beverage misclassified him as “salaried” which resulted in him not being paid properly for overtime when he worked in excess of forty (40) hours in a workweek. The employee in question was scheduled to work well over forty (40) hours per workweek. Under the FLSA, as a non-exempt employee, he should have been compensated at an overtime rate of time and a half (1.5) their regular rate of pay.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the employee would be entitled to double damages for the monies he is potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about this type of case, check our “Misclassified as Salaried” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Kennedy Kriegery Institute, Inc. (hereinafter “KKI”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that KKI did not compensate their employees properly for all hours worked and for overtime when they worked in excess of forty (40) hours in a workweek. The employee in question performed work as a “Care Center Specialists” and was responsible for manning the front desk, as well as other clerical duties, for one of KKI’s seventeen (17) Maryland facilities.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint sought liquidated damages, meaning that KKI employees would be entitled to double damages for the monies they were potentially owed.

To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Crisak, Inc. (hereinafter, “Crisak”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that Crisak “misclassified” certain employees as salaried workers, which resulted in these employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek. The employees in question were scheduled to work well over forty (40) hours per workweek. Under the FLSA, as non-exempt employees, the employees should have been compensated at an overtime rate of time and a half (1.5) his regular rate of pay. The employees in question were employed as Superintendents of a commercial remodeling project.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint sought liquidated damages, meaning that Crisak employees would be entitled to double damages for the overtime payments they were potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case oversaw the labor performed by various subcontractors as employees of the general contractor.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Schmidt Baking Company, Inc. (hereinafter, “Schmidt”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that Schmidt “misclassified” certain employees as salaried workers, which resulted in these employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek. The employees in question were scheduled to work well over forty (40) hours per workweek. Under the FLSA, as non-exempt employees, the employees should have been compensated at an overtime rate of time and a half (1.5) his regular rate of pay. The employees in question were employed as District Managers.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint sought liquidated damages, meaning that Schimdt’s employees would be entitled to double damages for the overtime payments they were potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case oversaw specified delivery routes and trucks.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Schmidt Baking Company, Inc. (hereinafter, “A&S”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that A&S failed to pay their employees overtime for all hours worked in excess of forty (40) each week. The employees in question were scheduled to work well over forty (40) hours per workweek. Under the FLSA, as non-exempt employees, the employees should have been compensated at an overtime rate of time and a half (1.5) his regular rate of pay. The employees in question were employed as Yard Jockeys at various distribution centers.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint sought liquidated damages, meaning that A&S employees would be entitled to double damages for the overtime payments they were potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case moved products around the distribution centers.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against J.W. Lube, Inc, T/A Jiffy Lube # 722 (hereinafter “J.W.”), and P&P Lube, Inc., T/A Jiffy Lube #27 (hereinafter “P&P”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that J.W. and P&P did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a workweek. These employees held the titles of “Lube Technicians” “Customer Service Advisors” “Shop Foremen” and “Assistant Managers.”

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that J.W. and P&P willfully violated the law, the statute of limitations may be extended to three (3) years. Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that J.W. and P&P employees could be entitled to double damages for the overtime wages they are potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Sigma Security, LLC (hereinafter “Sigma”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Sigma did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a workweek. The employees held the title of “Security Guard”.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that Sigma willfully violated the law, the statute of limitations may be extended to three (3) years. Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the Sigma employees could be entitled to double damages for the overtime wages they are potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Aspen Street Recycling, Inc., (hereinafter “Aspen”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Aspen did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a workweek. These employees worked as “Machine Operators ”.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that Aspen willfully violated the law, the statute of limitations may be extended to three (3) years.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the Aspen employees could be entitled to double damages for the overtime wages they are potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Beltway Builders, Inc. (hereinafter “Beltway”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Beltway did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a workweek. These employees worked as “Machine Operators ”.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that Beltway willfully violated the law, the statute of limitations may be extended to three (3) years. Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the Beltway employees could be entitled to double damages for the overtime wages they are potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Capital Messengers, Inc. (hereinafter “Capital Messengers”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Capital Messengers did not properly compensate him for overtime when he worked in excess of forty (40) hours in a workweek. Capital Messengers allegedly disguised this under a “daily flat rate” pay scheme. The employee in this case worked as a “Delivery Driver”

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that Capital Messengers willfully violated the law, the statute of limitations may be extended to three (3) years.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the Capital Messengers employee could be entitled to double damages for the overtime wages he is potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Alogos, Inc., T/A of The Horse You Came in On Saloon (hereinafter “Alogos”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Alogos did not compensate its employee properly for overtime when he worked in excess of forty (40) hours during a workweek. The employee held the titles of “Line Cook” and/or “Kitchen Manager”.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that Alogos willfully violated the law, the statute of limitations may be extended to three (3) years.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the Alogos employee could be entitled to double damages for the overtime wages he is potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against L&J Waste Recycling, Inc., (hereinafter “L&J”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that L&J did not compensate its employee properly for overtime when he worked in excess of forty (40) hours during a workweek. The employee held the title of “Plant Foreman”.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that L&J willfully violated the law, the statute of limitations may be extended to three (3) years.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the L&J employee could be entitled to double damages for the overtime wages they are potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Maryland Department of Transportation (hereinafter “MDOT”) and Maryland State Highway Administration (hereinafter “MSHA”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that MDOT and MSHA did not properly compensate its employee when he worked in excess of forty (40) hours in a workweek. The employee in this particular case held the titles of “Program Manager I/Regional Manager”.

The Complaint alleges that the employee was misclassified as an exempt salaried employee. Even though the employee was given a sophisticated job title and salary, the Complaint alleges that he was performing non-exempt work that consisted primarily of driving an emergency response truck and assisting emergency responders with traffic control. According to the FLSA, an employee’s job duties, NOT his or her title or salary, determines whether or not overtime is owed. Consequently, the Complaint alleges that the nature of the duties performed by the employee entitled him to overtime wages.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the MDOT & MSHA employee could be entitled to double damages for the overtime payments he is potentially owed.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Federal Express Corporation (hereinafter “FedEx” seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the United States District Court for the District of Maryland and alleges that FedEx did not properly compensate its employee for overtime when worked in excess of forty (40) hours in a workweek. The employee in this particular case held the title of “Security Specialist III” and “Senior Security Specialist”.

The Complaint alleges that the employee was misclassified as an exempt salaried employee. Even though the employee was given a sophisticated job title and salary, the employee in this case performed duties of a security guard, that consisted primarily of servicing and maintaining the safety and security needs of employees, customers and assets and being on call handling security issues even after work hours. According to the FLSA, an employee’s actual duties, NOT his or her job title, or salary determine whether an employee is exempt from the overtime requirements. Consequently, the Complaint alleges that the nature of the duties performed by the employee entitled him to overtime wages.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the FedEx employee would be entitled to double damages for the wages he is potentially owed.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against West Patapsco Industrial Park, Inc., (hereinafter “WPIP”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that WPIP did not compensate its employee properly for overtime when he worked in excess of forty (40) hours during a workweek. The employee held the titles of “Security Guard” and “Office Clerk”.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that WPIP willfully violated the law, the statute of limitations may be extended to three (3) years.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that the WPIP employee could be entitled to double damages for the overtime wages he is potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Riverside Pub and Grille, Inc. (hereinafter “Riverside”) seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Riverside did not properly compensate its employee when he worked in excess of forty (40) hours in a workweek. The employee in this particular case held the title of “Cook”.

The Complaint alleges that the employee was misclassified as an exempt salaried employee. According to the FLSA an employee’s actual duties, NOT his or her job title, determine whether an employee is exempt from the overtime requirements. The employee in this case performed non-exempt work, which consisted of preparing and cooking food and organizing the kitchen. Consequently, the Complaint alleges that the nature of the duties performed by the employee entitled him to overtime wages.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the Riverside employee could be entitled to double damages for the overtime payments he is potentially owed.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against New Day USA (hereinafter, “New Day”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that New Day “misclassified” some of their employees as salaried workers, which resulted in the employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the New Day employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case held the title of “Account Executives.”

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against NPL Construction Company (hereinafter, “NPL”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that NPL “misclassified” some of their employees as salaried workers, which resulted in the employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the NPL employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case held the title of “Administrative Assistant.”

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Moran Towing Corporation (hereinafter, “Moran”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Moran “misclassified” some of their employees as salaried workers, which resulted in the employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the Moran employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case held the title of “Dispatchers.”

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Accel Heating and Coolin (hereinafter “Accel”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Accel did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a workweek. The Complaint also alleges that Accel failed to compensate their employees for the “off the clock” work they performed. These employees were employed as “Technicians.”

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Accel employees would be entitled to double damages for the monies they are potentially owed.

To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against M&T Bank seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the United States District Court for the District of Maryland and alleges that M&T Bank did not properly compensate its employees for overtime when they worked in excess of forty (40) hours in a workweek. These employees worked as Enhanced Due Diligence Investigators (hereinafter, “Investigators”).

The Complaint alleges that the Investigators were misclassified as exempt salaried employees. Even though these employees were given sophisticated job titles and salaries, the Complaint alleges that they were performing non-exempt work that consisted primarily of data entry. According to the FLSA, an employee’s job duties, not his or her title or salary, determines whether or not overtime is owed. Consequently, the Complaint alleges that the nature of the duties performed by the Investigators entitled them to overtime wages.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that M&T employees could be entitled to double damages for the wages they are potentially owed. You may be able to join this lawsuit if you work or have worked as an Enhanced Due Diligence Investigator for M&T in the past three (3) years.

To learn more about these types of investigations, check our “Unpaid Overtime” and “Misclassified as Salaried” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against M&M Bedding, LLC, a subsidiary of Easy Rest Adjustable Sleep Systems (hereinafter, “Easy Rest”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that Easy Rest “misclassified” certain employees as salaried workers, which resulted in these employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek. The employees in question were scheduled to work well over forty (40) hours per workweek. Under the FLSA, as non-exempt employees, the employees should have been compensated at an overtime rate of time and a half (1.5) their regular rate of pay. The employees in question were employed as “Take Over Associates” and “Executive Sales Managers.”

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint sought liquidated damages, meaning that Easy Rest employees would be entitled to double damages for the overtime payments they were potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case supported outside sales representatives by reading through scripted conversations with either the sales representative or the client in order to attempt to make the sale.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against PPE Casino Resorts Maryland, LLC (hereinafter, “Maryland Live!”) seeking compensation under the Fair Labor Standards Act (hereinafter, “FLSA”) and the Maryland Wage Payment and Collection Act (hereinafter, “MWPCA”) for work performed while attending pre-employment instructional sessions for twelve (12) weeks. The Complaint was filed in Federal Court in the District of Maryland and alleges that Maryland Live! did not compensate its trainees for the time they spent in the training course to learn the skills needed to perform work as a dealer at Maryland Live!. The Complaint alleges individual and collective causes of action.

Because failing to pay trainees for the time they spend in a training course can constitute a violation of the FLSA, the employees are seeking liquidated damages, meaning that Maryland Live! employees would potentially be entitled to double damages for the monies they are potentially owed. In addition, the Complaint also seeks treble damages under the MWPCA, meaning that Maryland Live! employees could potentially be entitled to triple damages due to not receiving any pay for the time they spent in the training course.

To learn more about these types of investigations, check our “Unpaid Intern” and “Minimum Wage” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against MedStar Health, Inc. (hereinafter, “MedStar”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the United States District Court for the District of Maryland and alleges that MedStar did not compensate their security staff for all hours worked and for overtime when they worked in excess of forty (40) hours in a workweek. The Complaint alleges that this was the direct result of understaffing at MedStar’s Franklin Square Medical Center. It is alleged that understaffing prevented security staff from taking their scheduled breaks. Although members of the security staff were prevented from taking their breaks, it is alleged that their hours were reduced for the supposed breaks. It is alleged that these deductions were improper as a result of no breaks actually being taken. It is alleged that this had a direct impact as to why members of security staff consistently worked in excess of forty (40) hours per week, but were denied overtime pay.

MedStar is a large corporation with various locations throughout the Baltimore/Washington region. Their services range from small urgent care clinics to large, full service hospital centers. Due to the nature of the healthcare industry, which often requires twenty-four (24) hour access in order to accommodate the needs of both patrons and visitors, it is a common requirement that security personnel are staffed at all times. As alleged in the Complaint, MedStar’s Franklin Square Medical Center maintains this pay policy.

In addition to MedStar’s Franklin Square Medical Center, MedStar Good Samaritan Hospital, MedStar Harbor Hospital, MedStar Montgomery Medical Center and MedStar Southern Maryland Hospital Center are other large MedStar facilities. These facilities operate twenty-four (24) hours a day. These circumstances require security personnel to remain on site during daytime, evening and overnight shifts.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that MedStar employees could be entitled to double damages for the wages they are potentially owed. While you will be unable to join this lawsuit unless you currently work or worked previously at Franklin Square Medical Center, you may have a potential claim that could be brought in another case if you work or have worked at one or more of the other MedStar locations as a security officer.

To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against Mobile Dredging and Pumping Company and Carolyn Corporation (hereinafter collectively, “Mobile Dredging”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Mobile Dredging did not compensate their employees for all hours worked and for overtime when they worked in excess of forty (40) hours in a workweek. The employees performed various duties for Mobile Dredging, who are in the sewer cleaning and dredging industry. These duties entail the safe removal of environmental waste.

It is alleged in the Complaint that although the employees were forced to report to Mobile Dredging’s facility to retrieve the materials and the trucks needed to perform their duties, the employees were only paid for the time they spent on-site cleaning, regardless of how long it took to get to the actual site. The Complaint alleges that the employees should have been paid for travel time, in addition to their pre-shift activities.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Mobile Dredging employees would be entitled to double damages for the monies they are potentially owed.

To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against East Coast Fresh Cuts, Inc. (hereinafter, “East Coast”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that East Coast “misclassified” an employee as a salaried worker, which resulted in the employee not being paid properly for overtime when she worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the employee would be entitled to double damages for the overtime payments she is potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employee in this particular case held the title of “Retail Merchandise Specialist.”

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Akshar Corporation (hereinafter, “Akshar”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Akshar did not compensate their motel employees for all hours worked and for overtime when they worked in excess of forty (40) hours in a workweek. The employees performed various duties for Akshar, who are in the hotel service industry. These duties range from cleaning to general maintenance of the facilities. Some of the hotels owned and operated by Ashkar include, but are not limited to, Knights Inn, Roadway Inn, A & E Motel and Super 8 Motel.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Akshar employees would be entitled to double damages for the monies they are potentially owed.

To learn more about these types of investigations, check our “Off the Clock”, “Minimum Wage” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Santoni’s, Inc. (hereinafter “Santoni’s”) seeking unpaid wages under the Maryland Wage Payment and Collection Law (hereinafter, “MWPCL”). The case was filed in the Circuit Court for Baltimore City and alleges that Santoni’s did not compensate their employees for the unused holiday and vacation pay they accrued prior to the time Santoni’s ceased operations on October 22, 2013.

Because failing to pay an employee properly for vacation and holiday pay are violations of the MWPCL, the Complaint seeks treble damages, meaning that Santoni’s employees would be entitled to triple damages for the monies they are potentially owed.

If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against KSI Trading Corporation, D/B/A The KS Group, (hereinafter, “KSI”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that KSI “misclassified” an employee as a salaried worker, which resulted in the employee not receiving proper payment for overtime when he worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the employee would be entitled to double damages for the overtime payments he is potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employee in this particular case held the title of “Inside Sales Representative.”

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint on behalf of commission salespersons was filed against Ashley Furniture (aka Regency Management Services), seeking overtime pay under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges individual and collective causes of action. Specifically, the employees allege that Ashley Furniture did not pay furniture commission salespersons the required amount in overtime wages for hours worked in excess of forty (40) in a workweek.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Ashley Furniture employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about this type of case, check our “Commissioned Salespersons” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Fitness International, LLC (hereinafter, “L.A. Fitness”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that L.A. Fitness did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a particular workweek. The employees hold or held the title of Personal Training Director and/or Assistant Personal Training Director.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that L.A. Fitness employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Interactive Health Solutions, Inc. (hereinafter, “IHS”) seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the United States District Court for the District of Maryland. The Compliant alleges that IHS misclassified an employee that performed human resources duties as salaried and thus, did not compensate this employee for overtime. The Complaint alleges that the duties performed by the employee, who held the title of Human Resources Coordinator (hereinafter, “Coordinator”), entitled her to overtime pay. It is alleged that it was typical for the Coordinator to work fifty (50) to sixty (60) hours per week. However, regardless of how many hours she worked, the Coordinator was only paid her regular salary.

IHS is a large national corporation with various locations throughout the country. Their services involve healthcare screenings and wellness services provided to various employers. Due to the demands that are common in the healthcare services industry, particularly during flu season, it is a regular practice for healthcare employees to work excessive hours.

Because failing to pay an employee properly for overtime is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the employee could be entitled to double damages for the wages she is potentially owed. If you work or have worked in the healthcare field for an employer who implemented similar working conditions, you may have a potential claim that could be brought in another case.

To learn more about these types of investigations, check our “Misclassified as Salary” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation. Keep in mind that the time you have to file a potential claim is limited.

A Complaint was filed against CDS Logistics Management, Inc. (hereinafter, “CDS”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that CDS “misclassified” certain employees as salaried workers, which resulted in these employees being denied proper payment for overtime when they worked in excess of forty (40) hours in a workweek.

There is a federal statute of limitations that allows employees to recover pay for unpaid overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that CDS willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that CDS employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determine whether an employee is exempt from the overtime requirements. The employee in this particular case held the title of “Receptionist.”

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Watershed, LLC and its co-owners, David (Spike) Gjerde and Amy Gjerde (hereinafter, “Watershed”), seeking overtime pay under the Fair Labor Standards Act (hereinafter, “FLSA”). Watershed has or had four (4) food & beverage establishments within the Baltimore region: Woodberry Kitchen, Parts & Labor, Shoo-Fly and Artifact Coffee.

The Complaint was filed in the United States District Court for the District of Maryland and alleges individual and collective causes of action. Specifically, the Complaint alleges that Watershed did not properly compensate Pastry Cooks, Line Cooks, Prep Cooks and Bread Bakers for overtime when they worked in excess of forty (40) hours in a workweek. Watershed allegedly disguised this under a “shift pay” scheme.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Watershed employees would be entitled to double damages for the wages they are potentially owed.

To learn more about these types of investigations, check our “Unpaid Overtime” page. If you are a restaurant employee and have experienced overtime violations, please contact us for a free no obligation consultation.

A Complaint was filed against McCabe, Weisberg & Conway, LLC (hereinafter, “McCabe”), seeking overtime pay under the Fair Labor Standards Act (hereinafter, “FLSA”) and Maryland Wage & Hour Law (hereinafter, “MWHL”). McCabe is a Maryland based law firm that represents the Mid-Atlantic region’s mortgage banking industry. The case was filed in United States District Court for the District of Maryland and alleges that McCabe “misclassified” an employee as a salaried worker, which resulted in the employee not being paid properly for overtime when the employee worked in excess of forty (40) hours in a workweek. The employee held the title of “Team Lead” and worked in both the Real Estate Owned (“REO”) Department and the Deed Department.

Because misclassifying an employee is a violation of both the FLSA and MWHL, the employee is seeking liquidated damages, meaning that the employee would potentially be entitled to double damages for the overtime payments owed. The FLSA and the MWHL make it clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements.

To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Pier 1 Imports, Inc. (hereinafter, “Pier 1”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Pier 1 “misclassified” certain employees as salaried workers, which resulted in these employees not being paid properly for overtime when they worked in excess of forty (40) hours in a workweek.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that Pier 1 willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that Pier 1 employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employee in this particular case held the title of “Warehouse Supervisor.”

A Complaint was filed against TJX Companies, Inc. (hereinafter, “TJX”), which is the parent company to TJ Maxx, Marshalls and Home Goods, seeking overtime pay under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that TJX “misclassified” certain employees as salaried workers, which resulted in these employees not being paid properly for overtime when they worked in excess of forty (40) hours in a workweek. These employees held the title of “Lost Prevention Specialist.”

Because misclassifying an employee is a violation of the FLSA, the employees sought liquidated damages, meaning that TJX employees would potentially be entitled to double damages for the overtime payments they are owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements.

Based on the violations alleged, the case was settled and a positive outcome was achieved for the employees. To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Price Busters of Baltimore, Inc. (hereinafter, “Price Busters”) on behalf of furniture commission salespersons seeking minimum wages and overtime compensation under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Price Busters did not pay its commissioned salespersons wages that meet the minimum wage requirements.

Additionally, it was asserted that Price Busters “misclassified” its employees as salaried for purposes of not paying its employees for all hours worked and that these actions resulted in Price Busters not paying its employees properly for overtime when they worked in excess of forty (40) hours in a workweek. Because failing to pay an employee for all hours worked and for overtime are violations of the FLSA, the employees sought liquidated damages, meaning that Price Busters employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved for the employees. To learn more about these types of investigations, check our “Commissioned Salespersons”, “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Dunbar Guard Services, Inc. (hereinafter, “Dunbar”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Dunbar did not compensate their employees for all hours worked. It was also alleged that Dunbar did not properly compensate their employees for overtime when they worked in excess of forty (40) hours in a workweek. The employees held various positions related to providing security.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the employees sought liquidated damages, meaning that Dunbar employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Off-the-Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

In November of 2013, a Complaint was filed against FutureCare Health and Management Corporation (hereinafter, “FutureCare”) seeking overtime compensation under the Fair Labor Standards Act (hereinafter, “FLSA”). The Complaint was filed in Federal Court in the District of Maryland and alleged that FutureCare did not properly compensate their employees for time worked in excess of forty (40) hours per week.

The Complaint was filed on behalf of employees who held the title of Patient Account Managers. These employees were primarily tasked with performing various administrative and accounting duties. The Complaint alleged that FutureCare engaged in the practice of not paying their employees properly for overtime. The Complaint also alleged that certain employees were prevented from properly recording their time.

Based on this, it was alleged that FutureCare did not pay their employees properly for overtime when they worked in excess of 40 hours in a workweek. Because not compensating an employee correctly for overtime is a violation of the FLSA, the Complaint sought liquidated damages, meaning that FutureCare employees would potentially be entitled to double damages for the overtime payments they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about these types of investigations, check our “Unpaid Overtime” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Hoffberger Moving Services, LLC (hereinafter, “Hoffberger”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Hoffberger did not compensate its employees, who worked in the capacity as “movers” or “laborers,” for the “off the clock work” they performed. This includes travel time to and from jobsites, in addition to improper deductions for lunch breaks when, in actuality, the employees were working during their supposed lunch breaks. It is also alleged that Hoffberger’s improper practices resulted in its employees not being properly compensated for overtime when they worked in excess of forty (40) hours in a workweek.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Hoffberger employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Retina Associates, P.C. (hereinafter, “Retina”) seeking overtime compensation under the Fair Labor Standards Act (hereinafter, “FLSA”). The Complaint was filed in Federal Court in the District of Maryland and sought individual and collective causes of action.

The Complaint was filed on behalf of employees who hold, or held, the titles of Patient Care Coordinators and Medical Technicians. The employees asserted that regardless of an employee’s supposed title, an assessment of an employee’s actual duties is required to determine whether an employee is entitled to overtime.

Based on this, it was alleged that Retina misclassified its employees as salaried employees and in turn, did not pay these employees properly for overtime when they worked in excess of forty (40) hours in a workweek. Because misclassifying an employee is a violation of the FLSA, the employees sought liquidated damages, meaning that Retina employees would be entitled to double damages for the overtime payments they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against John W. Clarke, Inc. (hereinafter, “Clarke”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Clarke did not compensate their employees at the federal minimum wage. It was also alleged that Clarke did not compensate their employees properly for overtime when they worked in excess of forty (40) hours in a workweek. The employees worked as “Trash Collectors” for Clarke and were responsible for discarding refuse into the back of Clarke’s trash trucks.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the employees sought liquidated damages, meaning that Clarke employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Minimum Wage” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Smart Communications, Inc. (hereinafter, “Smart Comm.”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). Smart Comm.’s employees were Customer Service Representatives, whose duties entailed selling phone plans. The case was filed in Federal Court in the District of Maryland and alleged that Smart Comm. did not compensate their employees properly for overtime when they worked in excess of forty (40) hours in a workweek.

Since failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the employees sought liquidated damages, meaning that Smart Comm. employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Unpaid Overtime” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Alliance, Inc. (hereinafter “Alliance”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Alliance did not compensate their employees properly for all hours worked and for overtime when they worked in excess of forty (40) hours in a workweek. The employees performed work as Residential Coordinators and were responsible for assisting persons with special needs.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Alliance employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

In July of 2013, a Complaint was filed against Compassionate Home HealthCare, Inc. (hereinafter, “Compassionate”) seeking overtime compensation under the Fair Labor Standards Act (hereinafter, “FLSA”). The Complaint was filed in Federal Court in the District of Maryland and alleged that Compassionate did not properly compensate their employees for time worked in excess of forty (40) hours per week.

The Complaint was filed on behalf of employees who held the title of Home HealthCare Specialist (also known as, “caregiver”). These caregivers were responsible for caring for persons with special needs. This primarily involved tending to various health related issues and performing routine household tasks. The Complaint alleged that Compassionate had a company policy of not paying overtime to their employees. The Complaint alleged that Compassionate would only pay “straight time” for all hours worked in a given week, and not “time and a half” for all hours worked over forty (40).

Based on this, it was alleged that Compassionate did not pay their employees properly for overtime when they worked in excess of forty (40) hours in a workweek. Because not paying an employee overtime is a violation of the FLSA, the Complaint sought liquidated damages, meaning that Compassionate employees would potentially be entitled to double damages for the overtime payments they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about these types of investigations, check our “Unpaid Overtime” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against B.W. Mechanical, Inc. (hereinafter, “B.W.”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that B.W. “misclassified” certain employees as salaried workers and failed to properly pay these employees for overtime when they worked in excess of forty (40) hours in a workweek. Additionally, B.W. deducted thirty (30) minutes a day for a lunch break that their employees never received. Because B.W. employees routinely worked over forty (40) hours in a workweek, the additional two and a half (2.5) hours should have been compensated at their overtime rate of time and a half (1.5) their regular rates of pay.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years.

Because misclassifying an employee is a violation of the FLSA, the Complaint sought liquidated damages, meaning that B.W. employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employee in this particular case performed general office duties such as opening mail, posting payments, completing bank deposits, creating invoices and mailing bills.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Champions Oncology, Inc. (hereinafter, “Champions Oncology”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the District Court for Baltimore City and alleged that Champions Oncology “misclassified” certain employees as salaried workers and failed to properly pay these employees for overtime when they worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint sought liquidated damages, meaning that Champions Oncology employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case held the title of “Research Associate.”

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against TKT, Inc. (hereinafter “TKT”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleged that TKT did not compensate their employees properly for all hours worked and for overtime when they worked in excess of forty (40) hours in a workweek. The employee in question worked as a bar tender and was not paid for all hours worked. The employee was only paid straight time for all hours worked over forty (40) in a workweek.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint sought liquidated damages, meaning that TKT employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about these types of investigations, check our “Minimum Wage”, “Off the Clock”, and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Johns Hopkins University (hereinafter, “Johns Hopkins”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Johns Hopkins did not compensate their employees properly for overtime when they worked in excess of forty (40) hours in a workweek. The employees held the title of “Refund Billing Specialists,” an administrative position.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Johns Hopkins employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Coastal Sunbelt Produce, LLC (hereinafter, “Coastal Sunbelt”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Coastal Sunbelt “misclassified” some of their employees as salaried workers, which resulted in a failure to properly pay these employees for overtime when they worked in excess of forty (40) hours in a workweek.

Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that the Coastal Sunbelt employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employees in this particular case held the title of “Warehouse Pickers.”

Based on the violations alleged, the case was settled and a positive outcome was achieved for the employees. To learn more about these types of investigations, check our “Misclassified as Salaried” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Wet Dog, Inc. (hereinafter “Wet Dog”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Wet Dog did not compensate their employees properly for overtime when they worked in excess of forty (40) hours during a workweek. The Complaint also alleges that Wet Dog failed to compensate their employees for the “off the clock” work they performed. These employees were employed as “Car Washers” or “Detailers.”

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Wet Dog employees would be entitled to double damages for the monies they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our clients. To learn more about these types of investigations, check our “Off the Clock” and “Unpaid Overtime” pages. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Gypsum Management & Supply, Inc. and its subsidiary Capitol Building Supply, Inc. (hereinafter collectively, “Capitol Building”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in Federal Court in the District of Maryland and alleges that Capitol Building “misclassified” certain employees as salaried workers, which resulted in these employees to not be paid properly for overtime when they worked in excess of forty (40) hours in a workweek.

There is a federal statute of limitations that allows employees to recover pay for overtime hours worked within two (2) years of the date an employee joins the lawsuit. If it is shown that an employer willfully violated the law, the statute of limitations may be extended to three (3) years. Because misclassifying an employee is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that Capitol Building employees would be entitled to double damages for the overtime payments they are potentially owed. The FLSA makes clear that an employee’s actual duties, NOT his or her job title, determines whether an employee is exempt from the overtime requirements. The employee in this particular case held the title of “Dispatcher.”

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about this type of case, check our “Misclassified as Salaried” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Nasseri Clinic of Arthritic and Rheumatic Diseases LLC and Dr. Nasser Nasseri-Asl (hereinafter, “Nasseri”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the United States District Court for the District of Maryland and alleges that Nasseri did not properly compensate their employees for overtime hours when they worked in excess of 40 hours in a workweek. These employees worked as both Medical and Administrative Assistants at various clinics owned and operated by Nasseri.

Because failing to pay an employee properly for all hours worked and for overtime are violations of the FLSA, the Complaint seeks liquidated damages, meaning that Nasseri employees could be entitled to double damages for the wages they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about this type of case, check our “Unpaid Overtime” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

A Complaint was filed against Fidelity Resources, Inc. (hereinafter, “Fidelity”), seeking unpaid wages under the Fair Labor Standards Act (hereinafter, “FLSA”). The case was filed in the United States District Court for the District of Maryland and alleges that Fidelity did not compensate their direct care staff (“Caregivers”) for overtime when they worked in excess of forty (40) hours in a workweek. The Complaint alleges that this was the direct result of a company policy to avoid paying overtime. It is alleged that the employees hired to perform direct care were often required to work throughout the night at least five (5) days per week, leading them to work excessive overtime hours.

Fidelity is a large regional corporation with various locations throughout Maryland. Their services range from care for the elderly to care for persons that are mentally impaired. Due to the nature of the home healthcare industry, which often requires twenty-four (24) hour patient coverage, it is a common requirement that direct care staff remain available throughout the night.

Because failing to pay an employee properly for overtime is a violation of the FLSA, the Complaint seeks liquidated damages, meaning that Fidelity employees could be entitled to double damages for the wages they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about this type of case, check our “Misclassified as Salaried” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.

In August of 2015, a Complaint was filed against Chef Bryan Voltaggio (hereinafter, “Chef Voltaggio”) seeking minimum wage and overtime compensation under the Fair Labor Standards Act (hereinafter, “FLSA”). The Complaint was filed in Federal Court in the District of Maryland and declares individual and collective causes of action.

The Complaint was filed on behalf of employees who hold or held the titles of Pastry Cooks, Line Cooks, or “Prep” Cooks at the numerous restaurants owned and operated by Chef Voltaggio. The Complaint claims that Defendants forced their employees to work “off-the-clock” by requiring them to perform tasks prior and subsequent to their scheduled shifts. It is declared that Defendants demanded that Plaintiffs and other similarly situated employees perform these tasks without being compensated. The Complaint also alleges that Defendants engaged in unlawful “time-shaving” practices by intentionally reducing the amount of hours paid to their employees. It is alleged that this was completed through Defendants’ alteration of time-keeping software.

Based on all of the aforementioned circumstances, it is alleged that Defendants did not pay their employees properly, which includes not paying at least the federal minimum wage for each hour of work and failing to make overtime payments when these employees worked in excess of forty (40) hours in a workweek. Because these policies constitute a violation of the FLSA, the Complaint seeks liquidated damages, meaning that employees would potentially be entitled to double damages for the minimum wage and overtime payments they are potentially owed.

Based on the violations alleged, the case was settled and a positive outcome was achieved on behalf of our client. To learn more about this type of case, check our “Misclassified as Salaried” page. If you have any questions, or would like to discuss a potential claim, please contact us for a free no obligation consultation.